Motivation

Be Awesome; Be Bold; Be Determined

HAVE YOU EVER HAD THAT “A – HA” MOMENT?!!

Opening videos

https://www.youtube.com/watch?v=I22Lf0xF0UE

https://www.youtube.com/watch?v=C31rj-bZ7dA

https://www.youtube.com/watch?v=v5ZvL4as2y0

0 INTRODUCTION

0 WHAT IS MOTIVATION?

0 MOTIVATIONAL PROCESS

0 MOTIVATIONAL CYCLE

0 MOTIVATION METHODS

0 TYPES OF MOTIVATION

0 REQUISITES TO MOTIVATE

0 ADVANTAGES OF MOTIVATION

0 DISADVANTAGES OF MOTIVATION

0 MOTIVATION THEORIES

Content

Meaning & Definition

Every Organization must -

• Attract competent people and retain them with it.

• Allow them to perform tasks for which they were hired, and

• Stimulate people to go beyond routine performance and overreach themselves in their work

Performance = f(ability*motivation)

Requirements For Today’s

Employees

In alignment (to be on the team)

Thinking out the box (be creative)

Empowering employees

Maintaining core competencies

Managing change

Requirements For Today’s Employees

• Flexibility - accept change readily

• Clock speed - move faster, think faster

• Stay current - commit to life-long learning

• Contribute - add more value than you take

• Accept ambiguity & uncertainty

Requirements For Today’s Employees

• Manage yourself - fixer not finger pointer

How Do we Affect Productivity?

• Composition of the workforce

• Characteristics of life off the job

• Personal well-being of workers

• Job characteristics

• Workplace characteristics

• Employee satisfaction and motivation

Productivity is always intentional & deliberate

Indecision is the thief of opportunity

Indecision is door is still closed

Indecision is the opportunity waits

Indecision is postponed or never .

What makes you uncomfortable makes you grow

How Can An Organization

Motivate Its Employees?

• What you are & what you become depends on how you use your time

• Decide commit

• Sweat the small stuff

• Discipline one of the most important thing you can develop in your lives.

• our mind is the generator of failure & success

• If u rehearse failure in your mind you will meet it in reality

Nothing will ever fall in your lap, It is going to be tough to achieve everything

Working hard is what most successful people do

Importance of Motivation

Motivation is important to the organization and to the employees:

Higher efficiency

Reduce absenteeism.

Reduces employee turn over.

Improves a corporate image.

Good relations.

Improved morale.

Reduced wastages and breakages.

Reduced accidents.

Facilitates initiative and innovation

MOTIVATION

WHAT IS IT???

Either you got it or u observe it is that variable that separates people.

Motivation is a process which starts with a physiological or

psychological deficiency or need that activates or a drive that is

aimed at a goal or incentive.

What is Motivation

An inferred process within an animal or an individual that causes that organism to move towards a goal

Motivational state or drive - an internal condition, which can change over time, that orients an individual to a specific set of goals (e.g., hunger, thirst, sex, curiosity)

Motive and Motivation

MOTIVATION is a set of processes that moves a person toward a goal. MOTIVE is a need or a want that causes us to act (energises us).

motive

Need: Some internal state that makes certain outcomes appear attractive.

Features of Motivation

Motivation is an act of managers

Motivation is a continuous process

Motivation can be positive or negative

Motivation is goal oriented

Motivation is complex in nature

Motivation is an art

Motivation is system-oriented

Motivation is different from job satisfaction

Pls write one line sentence of effective motivation

Pls complete the sentence Iam…………..

• Motivation is… Complex

• Psychological

• Physical

• Unique to each and every person

• Context sensitive

• Not fully understood

3

Motivation: Its Basic Components

Desire to make a good impression

Arousal Direction Maintenance Goal

Good impression

made Work extra hard Persist

Motivational cycle

Goal

Need, Drive

Needs

Drive and motives

Incentive and goals

6–31

Defining Motivation

Key Elements

1. Intensity: how hard a person tries

2. Direction: toward beneficial goal

3. Persistence: how long a person tries

Motivation

The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

MOTIVATIONAL FACTORS

There are several factors that motivate a person to work. The motivational factors can be broadly divided into two groups:

Monetary factors

Salary, Bonus, Incentives, Special Individual Incentives

Non monetary factors

Status or job title,

Appreciation and

recognition,

Delegation of authority,

Working conditions,

Job security,

Job security,

Workers participation,

Cordial relations,

Good superiors,

Providing training to the employees,

Proper job placements,

Proper promotions and transfers,

Proper performance feed back,

Proper welfare facilities,

Flexible working hours

Basics of Motivation

1)Effort& performance

2)Need Satisfaction

3)Extrinsic & Intrinsic Reward

4) Motivating with basics

Abilites, motivation and performance

' A driving force within individuals by which they attempt to achieve some goal in order to fulfil some need or expectation' (Mullins, 1993)

Performance = (a X m)

Job performance is a function of ability (a)

and motivation (m)

• based on motives

Goal directed behavior

Related to satisfaction

Person is motivated in totality

Complex process

NATURE OF MOTIVATION

Two ways of extrinsic motivation: ‘carrot and stick’

Source: http://www.krishnade.com/blog/2010/drive/

Motivation Energizes Behavior

Directs Behavior Goals Organization of Effort Reaching Equilibrium

Drives Compulsions Deprivation/ Disequilibrium

Sustains Behavior Maintaining motivation Persistance Ability to change course Importance of Feedback

Equilibrium

Need Satisfaction

Drive

0 Effort: a measure of intensity (how hard a person is trying)

0 The greater the tension, the greater the effort (Robbins)

Classic process of motivation

Szükségletek

Késztetés

a szükségletek

kielégítésére

Motivált

magatartás

Kielégítetlen

szükséglet

Belső feszültségKielégített

szükséglet

Belső feszültség

csökkenése

Kereső

magatartásHajtóerő

Szükségletek

Késztetés

a szükségletek

kielégítésére

Motivált

magatartás

Kielégítetlen

szükséglet

Belső feszültségKielégített

szükséglet

Belső feszültség

csökkenése

Kereső

magatartásHajtóerő

Needs

Energisation to fulfil the needs:

„wants and goals”

Motivated action (effort)

Unsatisfied needs Reduction of tension

Tension • Drive Search behavior

(effort) Satisfied needs

General ideas: intrinsic vs. extrinsic motivation

Intrinsic: Natural tendency to seek out and conquer challenges, stems from interest or curiosity, the activity itself is rewarding

Extrinsic: Engagement occurs in order to earn a reward or avoid punishment, not really interested in the activity for its own sake

Jekaterina Zenkova

If we fulfill our needs at one

level, then we can focus on

satisfying the need on the next

higher level

6–43

Hierarchy of Needs Theory (Maslow)

Hierarchy of Needs Theory There is a hierarchy of

five needs—physiological, safety, social, esteem, and self-actualization; as each need is substantially satisfied, the next need becomes dominant.

Self-Actualization

The drive to become what one is capable of becoming.

Abraham Maslow’s Hierarchy of needs

Self -

Actualization

Esteem needs

Belongingness & love needs

Safety needs

Physiological needs:

6–45

Theory X and Theory Y (Douglas McGregor)

Theory X

Assumes that employees dislike work, lack ambition, avoid responsibility, and must be directed and coerced to perform.

Theory Y

Assumes that employees like work, seek responsibility, are capable of making decisions, and exercise self-direction and self-control when committed to a goal.

6–46

ERG Theory (Clayton Alderfer)

Core Needs

Existence: provision of basic material requirements.

Relatedness: desire for relationships.

Growth: desire for personal development.

Concepts:

More than one need can be operative at the same time.

If a higher-level need cannot be fulfilled, the desire to satisfy a lower-level need increases.

ERG Theory

There are three groups of core needs: existence, relatedness, and growth.

ERG Theory (Aldefer)

Relatedness Needs

Growth Needs Existence Needs

Satisfaction/Progression

Frustration/Regression

Satisfaction/Strengthening

Motivation starts with a goal

Goal-Setting

Goals are desired result, purpose, or objective that one strives to attain

Goals are:

Specific

Measurable

Attainable

Relevant/Realistic

Time-Oriented

Tangible

Goal setting and analysis

Identify the goal – List all your dreams

Prepare a goal statement – Read one hour per day

Check your goals if it harms the interest of anybody

Goal is personal, positive, practical, flexible, time

bound and measurable

Identify anybody has already achieved success

Focus on your most successful moments in life

Identify the internal and external obstacles in

achieving each goal Con’t

Types of Goals

Short-term

A goal that can be achieved in a relative short period of time

Ex: To complete the course

Long-term

A goal that takes a long period of time to achieve

Ex: Great success in career

Focus on your most successful moments in life

Identify the qualities and behavior required

to reach each goal

Identify the resources, people, materials and

institutions which help you in achieving goal

Prepare a step wise plan to reach goal

Start implementing the plan of action

Review the progress

Analyze the reasons

Start behaving and acting as if you have already

achieved your goals

Goal Setting People’s Behavior is Guided by Intentions

• Goals provide direction Specific goals are more effective

• Goals mobilize behavior Difficult goals generate more effort

• Feedback about goal attainment sustains behavior.

Goal Commitment

Publically stated goals

+

High nAch

+

Internal Locus of Control

Commitment to

Goals

Self Motivation

• Do it now

• Break up the task into small steps

• Don’t wait for mood or inspiration

• Start action

• Solutions will follow if you try

Self actualized Characteristics

Perceive reality accurately

Tolerate uncertainty

Accept oneself without guilt or anxiety

Solve problems effectively

Possess a strong social awareness

Develop meaningful interpersonal

relationships

Relatively independent of environment

& culture

Motivational strategies

Find new skills

Develop & train &acquire them

Get feedback on their performance

Expand your ability to work

Motivational techniques Leads them

Real examples are quicker than advice

Way to influencing people

Appeal to benefits

Can motivate

Mutual benefits to both of you

Appeal to emotions

People act quickly to emotions

Positive manner

Sustained by repeated inputs

Appeal to needs & wants

basic needs satisfaction

Creative expression, recognition & challenges & love

Appeal to expertise

Abilities enhance his self-worth

Put best effort to seek approval